Engage Health Group

Tag: employee benefits

  • iGaming employees reveal all: employee benefits and beyond

    iGaming employees reveal all: employee benefits and beyond

    What employee benefits do iGaming employees most want from their employers? And how do they feel about the benefits they receive?

    Engage Health Group surveyed 250 employees working in the iGaming industry to find out. You can download the findings here: iGaming employees reveal all: Job satisfaction, employee benefits and beyond!

    iGaming Industry Employees Reveal All - against vegas backdrop

    Inside the report you’ll learn:

    • The benefits that employees most desire from their employers
    • How workers rate their current benefits experience
    • The personal priorities influencing engagement and retention
    • How companies can piece together a winning employee benefits package
    • How Engage Health Group helped one iGaming company save £80k on their global benefits

    The report features commentary from industry insiders, including:

    Some of the findings might be expected, others are rather surprising. Either way, readers will get clarification on what constitutes an attractive employee benefit scheme.

    You’ll also get some ideas on how to piece together a benefits strategy – including where you can get free support.

    Click here to download the free report

     

     

  • Can employee benefits platforms live up to the hype? A Q&A with Zest’s experts

    Can employee benefits platforms live up to the hype? A Q&A with Zest’s experts

    More companies are using digital platforms to house their employee benefits and make them available to their teams.

    Once upon a time, you needed a digital platform coded especially for your business – and it could get very costly, and complicated!

    Now, you can buy them “straight off the shelf” with the ever-looming promise of being intuitive, innovative and scalable.

    But the quality of the different products varies, as does the price and the sheer scale of what they’re capable of.

    So, in this special article, we quiz three people working at the forefront of employee benefits technology.

    Joy Waugh is Principle Consultant at multi award-winning employee benefits platform Zest. She works closely with clients and developers to ensure the platform is delivering on expectations and beyond.

    Graham Meinke oversees the design and evolution of Zest’s platform as Chief Product & Innovation Officer.

    Last but not least, Rob Perkins, Head of Partner & Client Success gives his perspective.

    So, how is the technology delivering on its promise of making life easier for businesses and employees? And how is the technology set to evolve?

    Read on for answers to these questions and a lot more…

    Engage Health Group is an employee benefits consultancy dedicated to helping businesses source the best health and protection policies for their staff. If you need free advice or reviews of existing policies from industry experts, we’re always happy to help. Contact 01273 974419 or enquiries@engagehealthgroup.co.uk.

     

    Q: How do employee benefits platforms help staff?

    joy waughEase-of-use is key here, says Joy Waugh, Principal Consultant at Zest:

    Employee benefits platforms significantly enhance the employee experience by providing easy access to all their benefit information in one centralised location, such as ‘what benefits do I have’ ‘why have it’, ‘how does it work’, ‘which options are available’, ‘how much is it going to cost’ and ‘do you benefit from any savings in tax and National Insurance’.

    These platforms offer personalised options, allowing employees to choose benefits that best suit their individual needs, whether it’s healthcare, wellness programs, retirement plans, or additional perks like discounts and rewards.

    This flexibility can lead to increased employee satisfaction and wellbeing, as staff feel valued and supported by their employer.

    Moreover, the convenience of having everything in one place, often accessible through a user-friendly interface or mobile app, makes it easier for employees to take full advantage of their benefits, leading to higher engagement and retention rates.

     

    Q: And what does the employer get out of it?

    Here, it’s a case of easing the administrative burden on busy HR and People teams but also making use of analytics. Joy explains:

    For employers, employee benefits platforms streamline the management and delivery of benefits, reducing administrative burden and improving efficiency. By offering a customisable and comprehensive benefits package, employers can attract and retain top talent, which is critical in today’s competitive market.

    Furthermore, these platforms often provide valuable insights through analytics and reporting tools, helping employers understand which benefits are most valued by their workforce and adjust offerings accordingly.

    This data-driven approach not only optimises the benefits package but also enhance employee satisfaction and loyalty, contributing to a positive workplace culture.

    Additionally, a well-implemented benefits platform can lead to reduced absenteeism and higher productivity, as employees who feel supported and appreciated are more likely to be engaged in their work.

     

    Q: Can it work for SMEs just the same as for larger corporations? 

     

     

    Benefits platforms have essentially closed the gap between smaller businesses and larger corporates in the benefits space, says Joy:

    Technology improvements and simplified configuration have allowed smaller companies to compete with larger organisations as the cost barriers to implement and manage platforms are being broken down.

    Also, the project time to implement means that fewer resources are needed, whether it’s a larger organisation or a smaller organisation.

    Large companies typically have a team available, but with smaller organisations there is a limitation on resource which has previously restricted their ability to implement platforms.

    But with more user-friendly platforms requiring less, resource, it means it’s much more viable to implement benefits and SME’s are really keen to attract talent and retain employees by offering compelling benefits. They love this innovative and intuitive platform which enables them to do just that.

    Also many platforms are scalable, meaning they can grow with the company, adding features and options as the business expands.

     

    Q: Do you encounter any common misconceptions about employee benefit platforms?

    Many companies feel that a benefits platform will actually put strain on busy HR teams, says Joy:

    One of the big barriers is the perceived administrative burden. Many companies see they’re implementing benefits, which means a platform which means more administration.

    There is also a fear of long project timelines and the resources needed internally to understand technical requirements, plus the fact that they would need to understand not only technical requirements, but then work on those platforms and need lots of training to ensure that they keep everything up to date. In reality, most modern platform as Zest are designed to be user-friendly and come with dedicated support teams to assist with setup and ongoing management.

    Another misconception is that employee benefits platforms are only suitable for large companies with extensive budget. As mentioned earlier, these platforms are highly scalable and can be just as beneficial for SME’s.

    There’s also a belief that these platforms only benefit employees and don’t much offer to employers. However, as discussed, employers gain valuable insights, streamline processes, and improve overall employee satisfaction which can lead to a more motivated and productive workforce.

    Lastly, some think that these platforms are rigid and don’t allow for much customisation. On the contrary, most platforms offer a high degree of flexibility, allowing employers to tailor their offerings and meet the specific needs of their workforce.

    photo of graham meinkeGraham Meinke, Zest’s Chief Product & Innovation Officer, agrees. But he also thinks a lot of it is caused by bitter previous experience using older, more cumbersome platforms:

    Technology has moved forward considerably in the last 10 years, and unfortunately lots of companies are still operating on the old legacy platforms and therefore they’ve got this misconception that setting up a benefits platform is complicated, and even renewing a benefits platform is a big, painful, complicated thing to do.

    The truth is, if you buy a modern benefits platform, where everything is codeless rather than coded to your individual implementation, then it’s a much more straightforward and a much less costly exercise than people often think it is.

    Other misconceptions about employee benefits platforms is that true automation isn’t possible when it absolutely is. Unfortunately, in the early days of employee benefits platforms, 15-20 years ago, a lot was over-promised around automation and failed to materialise. It will be delivered based on those existing solutions. Again, some platforms like ours have moved on in a considerable way and allow you to know the value of true automation.

    And they’ve got this misconception that a fair bit of manual administration is still needed and it’s just not true. It might be the case for their current platform, but it doesn’t have to be that way.

     

    Q: How much have benefits platforms evolved over the last 5 years?

     

    Joy suggests that some have evolved more than others:

    Some are still stuck in code-heavy platforms which require a lot of time, which is why you see some misconceptions.

    Platforms like Zest have undergone a significant transformation over the last five years, not only by expanding and enhancing their core services but also by integrating new areas such as employee engagement. This evolution has allowed them to offer a more comprehensive suite of tools that goes beyond traditional benefits management.

    Now, these platforms facilitate rich content and communication across a wide range of topics, including company culture, organisational values, and what it truly means to be part of the organisation. By doing so, they help create a more connected and engaged workforce, bridging the gap between benefits and the broader employee experience.

    And in a similar way, the breadth of benefits has expanded to focus on wellbeing areas such as mental health, menopause, elder care and financial wellbeing. There’s been a marked shift in offering more than just the traditional pensions, life insurance and PMI, with perhaps Cycle to Work or Gym Memberships thrown in – to a host of proactive initiatives.

    On the depth of service point, we are seeing greater integrations and data mapping – the automation of the flow of data from HR via a platform to payroll and providers including SSO (Single Sign-On technology) and API (synching information from one system to another).

    Additionally, mobile access has become a standard feature, allowing employees to manage and access their benefits anytime and anywhere.

    Graham highlights the impact of cloud-based technology which allows platforms to evolve with the needs of businesses:

    Oh, it’s massively evolved massively over the last five years. I think the fundamental thing that’s changed is just the way in which any multi-tenanted platform is architected now versus platforms that you saw 5-10 years ago. They are completely different, which means that they are cloud-native platforms.

    Scalability is built into the way in which they’re designed. Resilience is built into the way they’re designed. Performance is built into the way that they’re designed, and importantly, from a data perspective, it is a single implementation and that’s what enables all of those rich insights that wouldn’t have been possible 10 years ago when everyone had their own instance of an application that was coded for that specific need.

    The thing that’s probably moved on the least is the front end in the last five years, in terms of the same design patterns.

    Regarding best practice, it still holds true, but it’s all of the work to handle all of that complexity and take that complexity out of being a painful implementation. That’s what’s moved on in the industry and certainly some parts of the industry like ours, have taken complexity away from clients and made it super simple.

     

    Q: What are your predictions for the future of employee benefits platforms?

     

    Graham foresees a future of more personalised experiences and data which can feed into board level conversations:

    On the employee side there will be hyper-personalisation and that will involve a lot more targeted content based on the needs of that individual. This could be based around their personal situation, their work role, and the cohorts that they sit within.

    On the admin side of the business, the side of employee benefits platform, the insight in which people will be able to gain is going to be much more outcome-focused and tied directly to board level conversations.

    So, we’re going to move away from basic benefit information, such as uptake, benefit cost savings etc, and move much more into business outcome-based data. It will be so much more proactive, being able to identify the areas of risk of attrition within the business and highlighting the specific actions that people need to undertake to remedy those things.

    The insights can be much more focused on the fundamentals of how our actions are tied to attracting, retaining and engaging talent. And I think you’ll find from an engagement perspective, both for the business and for the employees, you’re going to see platforms becoming much more multi-channel in their campaign capabilities.

    So, whereas before people thought about communications in the context of putting some posters up on the wall and sending emails, now you’ll find that there’s many more options available. In-app content for mobile push notifications on top of emails and your hard copy campaign material too. Those will all be much more integrated into campaigns where individual actions can be tracked to make sure that messages have been understood and received by employees.

     

    Q: Have you noticed trends this year in terms of most popular employee benefits accessed via your platform?

    Joy is noticing a wider range of benefit take up:

    We’ve observed a consistent year-on-year increase in holiday trading and a general rise in the overall uptake of benefits. This trend highlights the importance of recognising employees with unique needs and preferences. Offering a broader range of benefits allows employees to select options that truly resonate with them. As a result, while certain benefits might not see the same level of participation as in previous years, we’re noticing a more diverse and widespread engagement across the entire spectrum of benefits. This broader uptake underscored the value of providing a wide array of choices that cater to the varied priorities of a workforce.

     

    Q: Mental wellbeing seems to be a big issue right now, how can benefit platforms help in this respect?

    Benefit platforms can help in three main ways says Jo:

    Mental wellbeing has indeed become a critical focus for both employees and employers, especially in light of the increased stress and uncertainty brought about by global events like COVID-19 pandemic. Employee benefits platforms can play a crucial role in supporting mental wellbeing by providing access to a wide range of resources and services.

    Firstly, it’s about communicating the mental health support channels available. Whether that’s via an EAP (Employee Assistance Programme), or an in-house team or occupational support. These tools offer employees confidential and convenient access to mental health support. This can be crucial for those who might be reluctant to seek help though traditional means.

    Additionally, benefits platforms can help foster a culture of mental wellbeing by offering wellness challenges, resilience training, and peer support networks, all of which can help reduce the stigma around mental health issues and encourage employees to prioritise their wellbeing.

    By integrating mental health resources directly into the platform, employers can ensure that support is easily accessible and normalised as part of the overall benefits package. This not only helps employees manage stress and prevent burnout but also contributes to a more engaged, productive, and satisfied workforce.

     

    Q: Give us the hard sell!! What differentiates Zest from the competition?

     

    Rob Perkins, Head of Partner & Client Success waxes lyrical about the features and functionality that make things simpler and more accessible for employees and management alike:

    Zest benefits platform stands out in several key ways, starting with our exceptional Net Promoter Score (NPS) of 82, which is a testament to the high level of satisfaction and loyalty our customers have.

    One of our key differentiators is the platform’s ability to centralise all employee benefits in one accessible place, simplifying the process of managing and utilising benefits. Employees can effortlessly navigate and optimise their benefits though a personalised experience tailored to their specific needs and preferences. This personalised approach ensures that each employee feels uniquely values, leading to higher engagement.

    Our mobile app further enhances accessibility, providing employees with the flexibility to manage their benefits on-the-go. Whether checking benefits, tracking usage, or receiving timely notifications, the app keeps everything at their fingerprint.

    We also offer a comprehensive Total Reward Statement, which provides employees with a transparent view of their entire compensation package, beyond just salary. This clear and detailed overview helps employees appreciate the full value of what they receive, fostering a stronger connection to the company.

    For employers, our platform is a game-changer in terms of efficiency and flexibility. It allows  for the creation and management of complex benefits schemes, catering to the diverse needs of different employee groups. HR and People teams can also see and deliver targeted, personalised email campaigns to promote specific benefits to particular cohorts, ensuring that the right information reaches the right people at the right time.

    Automation is another area where our platform excels. Routine tasks, such as adjusting benefits when employees update their lifestyle or when employee data changes, are seamlessly automated. This reduces administrative overhead and ensures that employee’s benefits are always aligned with their current life circumstances.

    Additionally, the platform provides automated and scheduled reports, along with real-time data insights, empowering HR teams to make informed decisions. Our marketplace is another standout feature, offering employers the opportunity to explore and select additional perks that enhance their benefits strategy.

    Zest platform’s excellence is recognised industry-wide, as evidenced by our awards for Best Employee Benefits Technology and WorkTech of the Year. These accolades highlight our commitment to innovation and our leadership in the employee benefits space, providing a robust, flexible, and user-friendly solution that meets the needs to both employees and employers.

     

     

    While Zest is an award-winning platform provider, Engage Health Group is an award-winner in the field of employee benefits consultancy. We provide free reviews of health insurance, life insurance, income protection and other policies. Contact 01273 974419 or enquiries@engagehealthgroup.co.uk to arrange a call with one of our expert advisors.

     

  • Benchmarking: How do you shape up against the competition?

    Benchmarking: How do you shape up against the competition?

    Recruiting and retaining the best talent in your industry requires a competitive salary, a winning company culture and, increasingly, an attractive employee benefits offering.

    So, how do you know if your employee benefits are ticking all the right boxes? This is where benchmarking comes in.

    This article explores the value of comparing your benefits to typical employer practice in the industry or country you’re operating in.

    Need help launching or reviewing your employee benefits plan? Get FREE expert advice from our consultants on 01273 974419 or email enquiries@engagehealthgroup.co.uk.

     

     

    The importance of benchmarking

    What is employee benefits benchmarking?

    The most common form of benefits benchmarking involves the process of comparing how your benefits package compares to standard industry practice.

    For businesses that employ globally, there is the challenge of benchmarking across different countries and ensuring you are complying with local regulations.

    James Carrick, International Senior Manager at Engage, explains the process:

    “Benchmarking could be anything from providing a side-by-side benefit comparison, to industry-specific information, country prevalence and typical employer practice.”

    When Engage customers receive benchmarking reports, they also benefit from the consultant’s expertise.

    “We often extrapolate the gathered information for our clients too, providing our insights and opinion rather than just passing on the report’s findings without context.”

    “For a company with employees in different countries, we can use our network of local specialists to ensure we’re up-to-date with typical employer practice and the finer points of local legislation.”

    Whether you need to start from scratch with an employee benefits plan, or are reviewing current benefits, benchmarking helps businesses to:

    • Identify any missing key benefits compared to competitors
    • Ensure are no duplicated benefits – and therefore unnecessary spend
    • Assess how you shape up within your industry
    • Provide the employee benefits staff expect
    • Ensure your employee benefits are relevant and effective

     

    The benefits of employee benefit benchmarking

    In the rush to execute their benefits policies, some businesses skip benchmarking but this would be unwise. Below we have outlined the benefits of benchmarking, especially when it comes to attracting and retaining the best talent.

    #1 Identify gaps in your benefits plan compared to the competition

    For example, if other businesses in your industry are providing a Group Health Insurance plan and you’re not, potential employees will likely take this into account when considering their options. Equipped with this knowledge, you can ensure your benefits plan is, at the very least, matching the competition.

    #2 Attract and retain the best talent in your industry

    Multiple surveys show that employee benefits have become a key part of a company’s recruitment and retention efforts.

    According to a survey by One Medical, 69% of employees say they might choose one job over another if it’s offering better benefits.

    Meanwhile, 37% of employees joined their current employer due to their benefits package, and 44% said they have stuck with their employer for the same reason, according to the 2024 Global Benefits Attitudes Survey.

    By benchmarking against best practice in your industry, you can be sure that your benefits package will be a key tool for finding and keeping the best people.

    #3 Adapt to trends

    Benchmarking enables your business to stay ahead of the game – not just matching the competition, but going one step further.

    Employee demand is always evolving and so are the products and technologies that companies have available. Doing some benchmarking will potentially highlight some new ideas and trends that you previously hadn’t been aware of.

    Exploring what other companies are providing for employees is a good starting point to ensure your benefits are capable of standing out from the competition.

    #4 Ensure compliance in different countries

    If you have multiple plans in different countries around the world, it can be very difficult to monitor whether you have the correct plans in place. Consequently, there is a risk that there may be gaps if local benefits don’t meet local regulatory requirements

    #5 Greater visibility and cost control

    It’s not easy to have visibility of all your benefits in the UK and around the world.  A full benchmark of your benefits highlights opportunities to simplify and harmonise benefit plans and identify cost savings

     

    Want to discover how your employee health, wellbeing & protection policies compare against the competition? Engage Health Group consultants provide benchmarking services as part of our free consultancy service to UK businesses, including those with global workers. Contact our team for free advice and guidance on 01273 974419 or email enquiries@engagehealthgroup.co.uk.

     

    The value of investigating other companies

    Salary size remains important, but employee benefits policies are a very important part of your ‘Employee Value Proposition’ especially during a time of high living costs and high demand for health and wellbeing support.

    Employee benefits packages can either make or break hiring and retention efforts. Sixty-five per cent of candidates say they consider employee benefits as a crucial factor when job hunting, according to data collected by Avado.

    By benchmarking your employee benefits offering against other companies in your industry, you can ensure your offering is capable of attracting the kinds of people who will drive your business forward.

     

    How our Engage brokers implement benchmarking

    Some businesses will come to us with a list of objectives they want to achieve from their employee benefits investment. For example, they may want to reduce staff sickness or improve staff retention rates.

    With this in mind, we have to think of all possible angles when we assess data. Benchmarking allows us to take a look at what other companies in your industry are providing.

    Our benchmarking service is also provided for companies with a global footprint. On a global scale, it can be  overwhelming to have multiple plans in different countries. The auditing and benchmarking of benefits ensures global oversight and governance.

    We can compare and contrast benefits trends, requirements and expectations across different countries.

    “We provide country reports and country prevalence information to some clients for free,” says James. “It’s important to note though that this is on a case-by-case basis, determined by the size, strategic fit and revenue opportunities.”

    As employee benefits brokers, Engage Health Group will:

    • Review your existing benefits in all countries
    • Benchmark benefits against mandatory and typical market practice
    • Compare benefits against competitors
    • Analyse results and identify gaps and potential areas for improvement or change
    • Provide an overview of potential costs and how best to proceed to the next steps

    Contact our expert team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • Employee benefits worldwide: 7 common challenges & how to solve them

    Employee benefits worldwide: 7 common challenges & how to solve them

    The makeup and location of your workforce will be unique to your business. But whatever the number and wherever they are based, you will need to comply with the regulations of each country and meet differing cultural expectations.

    Every country has its quirks. And the more countries covered, the more complex the situation becomes.

    Let’s take a look at some of these challenges in more detail…

    Need help providing the right support to your international workforce? Get FREE expert advice from our consultants on 01273 974419 or email enquiries@engagehealthgroup.co.uk.

     

     

    Challenge #1:

    Understanding rules and regulations in multiple countries

    Often employee benefits are managed by small HR teams located in a central location. If you’re a UK-headquartered business, then this is where your HR team is likely to be based.

    Not only must you arrange health and protection schemes in the UK, you have to do the same in other countries too. Even the most well-resourced personnel department will find this a struggle.

    A number of question arise:

    • Should I provide health insurance, life insurance or other policies in this country?
    • Are there different legal requirements?
    • Are there different employee expectations?
    • What do similar companies provide for their workers in the same location?
    • How do I attract the best people?

    Recommended solution:

    It’s a good idea to contact an employee benefits broker who operates in the relevant country. They can advise you on the best course of action and ensure you are legally compliant in regard to employee benefits.

    Engage Health Group has a broker network covering more than 70 countries, so we are able to advise on the best way to arrange health and protection coverage for your workers.

     

     

    Challenge #2:

    Managing and clarifying costs

    We often work with companies who struggle to gain visibility on their benefits spend around the world. It’s easy to understand why: companies often have separate policies for different countries, premiums change year-on-year and insurance claims vary.

    There are also digital platforms and various wellness solutions to manage too. So, pulling it all together and getting a clear sight of costs is often difficult.

    Recommended solution:

    Businesses can arrange “umbrella” policies that cover multiple countries under one plan. For example, International Private Medical Insurance can provide health coverage to employees in different countries. These types of policy make it easier to track costs, and the more countries you need to cover, the more advantageous it becomes.

     

     

    Challenge #3:

    Affordability for smaller employee numbers

    Even the largest companies find it difficult to achieve economies of scale through their global benefits but they often have larger and more dispersed budgets to make it more affordable.

    However, SMEs with smaller budgets will struggle to find suitable, cost-effective options to cover their global workforce or achieve return on investment. With fewer employee numbers in each country, it is very difficult to obtain competitive benefits.

    Recommended solution:

    It’s worth partnering with an employee benefits consultancy who can design solutions specifically for the needs of your workforce. Many brokers focus on serving large corporates, but Engage Health Group offers bespoke offering for different-sized companies. And our advice comes at no extra cost.

     

     

    Challenge #4:

    Minding the gaps in legal compliance and duty of care

    It’s hardly surprising that overstretched HR teams might miss something when administering global benefits. Whether you have HR departments in different countries, or one centralised team, guaranteeing compliance is difficult.

    Insurance solutions vary widely in each country and in many countries there are now mandatory obligations. It’s a complex web of rules and regulations out there, but there are a couple of options to do so safely.

    Recommended solution:

    Many companies outsource to employee benefits consultants, like Engage, with global expertise. Alternatively, they employ EORs who, in turn, may employ expert consultants and brokers with specific, or multi-country, expertise.

    It’s not just a technical legal exercise, it’s also about ensuring employees are equally well looked after in whichever country they are working from.

     

     

    Challenge #5:

    Deploying domestic vs international solutions

    Many businesses are unaware that they have two options when investing in health and protection policies:

    Option 1: Invest in separate policies for each country

    Option 2: Invest in a single umbrella scheme, which covers multiple countries at the same time

    For example, many companies set up Group Health Insurance schemes in separate countries. That means you have to manage multiple health insurance policies with different policy providers and separate providers to contact.

    Suggested solution:

    As you can imagine, the admin and costs can spiral. The simpler and often more cost-effective alternative is to invest in an International Group Health Insurance policy which covers all employees around the world under the same policy*. Many companies are unaware this option even exists!

    * In some countries, local laws dictate that employees must be covered under a locally compliant policy. Engage Health Group can help with sourcing both international and local solutions.

     

     

    Challenge #6:

    Encountering generic solutions for unique business needs

    Too often businesses are served with generic solutions which can inflate costs or minimise the chances of getting value for money. Each business has its unique make-up of employee size, country distribution, budget constraints and industry type. While the largest businesses can usually find tailored solutions, for smaller operations (less than 50 employees) it can be difficult to find suitable local policies.

    Suggested solution:

    Any broker or consultant you work with should serve the precise needs of your business and be a genuine whole-of-market broker.

     

     

    Challenge #7:

    Sourcing impartial advice

    Many HR professionals have fallen victim to the persuasive sales pitch of an insurance advisor. They will always have the perfect policy for you.

    But how can you be sure without comparing and contrasting against other providers? And do you know what lurks in the small print?

    This point relates to Group Health Insurance, Income Protection, Life Insurance, Critical Illness Cover, and any other health and protection policy you’re seeking to invest in.

    Suggested solution:

    Ideally, you need to consult with an expert who has in-depth knowledge of all the different providers and how their different offerings shape up. Plus, importantly, they must be able to magnify the most important details in the Ts and Cs. And they should do this on your behalf rather than act as a sneaky sales funnel on behalf of a preferred provider!

     

     

    Finding a broker that’s right for you

    As you can see, the key piece of advice here is to find expertise you can trust. This will make the process of jumping through all the legislative hoops all the more easier and help you fulfil your duty of care more effectively.

    At Engage Health Group, we have a wide global broker network spanning more than 70 countries, enabling us to provide the best guidance no matter where your employees are based. We offer genuine expertise alongside the most competitive quotes in the market.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support. 

  • Exploring the health insurance market in Gibraltar: a guide for employers

    Exploring the health insurance market in Gibraltar: a guide for employers

    A headland on Spain’s south coast, Gibraltar has been a British Overseas Territory since 1713 with an estimated population of 33,000 Gibraltarians.

    If you’re an employer expanding into ‘The Rock’ then you’ll want to know about the healthcare system and the different options available when it comes to health insurance coverage.

    This article is designed for companies exploring their options for providing health insurance in the country, including those seeking to:

    • Cover remote local workers in Gibraltar
    • Launch new offices in the country
    • Cover expats on assignment

    Need help supporting your global workforce in Gibraltar or beyond? Contact our award-winning health and protection brokers on 01273 974419 or enquiries@engagehealthgroup.co.uk.

     

     

    How does the Gibraltar health system work?

    Healthcare in Gibraltar upholds similar standards of health as most western European countries. And like most of those countries, Gibraltarians have two main healthcare options to pick from:

    • Free public healthcare courtesy of the Gibraltar Health Authority (GHA)
    • Private medical insurance policies

    The GHA works as a similar model to the NHS, delivering primary, secondary and mental health care with low-cost or free access to general practitioners, specialists, and emergency care. The majority of Gibraltar’s healthcare staff are fluent in both English and Spanish, making their services highly accessible.

    However, access to GHA’s services depends on a person’s official status, employment, and social security contributions.

     

    Two ways of accessing GHA healthcare:

    #1 Registering with the GHA
    • Gibraltar is a British territory so anyone with a valid UK passport is eligible for free medical care
    • Register using a fully eligible passport at the local Primary Care Centre
    #2 European Health Insurance Card (EHIC)
    • EU Citizens can access the GHA’s free healthcare too, but accessibility differs from nationality to nationality
    • An EHIC card allows for any necessary state-provided medical treatment
    • The EHIC and Global Health Insurance Card (GHIC) does not cover medical repatriation, on-going medical treatment, or non-urgent care
    • EHIC cover is not an alternative to travel insurance or private health insurance!

    Note: for some emergency treatments it is possible you might be transferred to Spain.

     

     

    Why provide employee health insurance in Gibraltar?

    Gibraltar’s public health system is generally well regarded. Eight in 10 adults rate the Primary and Secondary care they receive as being “very good”, according to a public health survey.

    Nonetheless, having access to a wider range of services with shorter waiting times is still appealing. Below we have listed a handful of reasons why businesses might want to invest in health insurance for staff in Gibraltar.

    • Win the battle for talent: Competition for talent in Gibraltar is high (particularly in the growing gambling industry), so offering a strong healthcare plan will boost your attractiveness to potential candidates.
    • Fulfil employer duty of care: Fill in any gaps in Gibraltar’s healthcare system and ensure that employee’s health needs are fully looked after.
    • Provide choice to your staff: Over which hospitals they wish to receive treatment in.
    • Offer cross-border coverage for all: If coverage is provided as part of an international plan, you can support staff in multiple countries under one plan.
    • Provide staff with immediate cover: Without the need for additional delays and paperwork.
    • Support Gibraltarian staff travelling to Spain: From 1 July 2022, Gibraltarians travelling to Spain could no longer get free emergency healthcare, therefore a Group Health Insurance policy (or travel insurance policy with health coverage included) that covers Spain would be highly appreciated by staff.

    Employers looking to provide comprehensive health cover for their Gibraltarian employees can opt for either a Gibraltar-specific domestic policy, or via an International Health Insurance plan covering staff in multiple countries in one policy.

    Let’s look at your options…

     

     

    How should you invest in a health policy for Gibraltar?

    As with any global location, businesses in Gibraltar can invest in a single-country domestic health insurance scheme or a broader International Group Health Insurance policy.

     

    Option 1: Invest in a local policy

    If a company only has staff working in Gibraltar, then it makes sense to invest in a single health insurance policy covering Gibraltar only. But if you wish to cover employees across more than one country then you have a choice between maintaining separate policies or investing in a single international policy…

     

    Option 2: Invest in a global plan

    International Business Health Insurance is a private medical insurance policy designed to cover a global workforce under a single policy. It gives staff access to top healthcare facilities in multiple countries.

    An International Group Health plan also helps businesses avoid the complexity of navigating different local healthcare systems, which is a big plus for HR teams.

    The other important feature of international schemes is that they provide superior features compared to a one-country scheme. Features like medical repatriation, extra maternity support, 24-7 multi-lingual helplines, and assistance with chronic conditions can be included (as always inclusions and exclusions will vary depending on the policy).

    What the right options for your business? Put all your questions to the international experts at Engage Health Group for FREE. Call 01273 974419 or email enquiries@engagehealthgroup.co.uk.

     

     

    Who provides Group Health Insurance policies covering Gibraltar?

    The main insurers in the region are, AXA, Bupa, Now Health International and IMG (ALC Health). While other international health insurers can provide coverage in the region, only the aforementioned insurers have agreements with the local clinics on a direct billing basis, which helps make the process a lot smoother for all involved – patient and business alike.

    Navigating the international options as well as the local legislations can take time to work through.  But expert consultants, like those at Engage Health Group, can guide you through it and explain your options free of charge.

     

     

    Enlist an International Health Insurance broker for free

    The International Health Insurance market is complex and filled with many insurers offering different plans as they rally for the attention of businesses. Health insurance is a considerable investment, so it’s important to locate a policy that perfect fulfils the needs of your employees.

    Engage Health Group’s international team can help. Our award-winning advisors can talk you through all the complexities, perform full market reviews and deliver quotes designed around the specific needs of your business.

    Turning to an experienced international broker ensures you are investing in the best cover whilst lightening the load on your busy HR team.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation reviews, price comparisons and advice tailored to your business.

  • 6 employee benefits that can help ease anxiety and support mental wellbeing

    6 employee benefits that can help ease anxiety and support mental wellbeing

    One in six UK workers is affected by mental health problems like anxiety, stress and depression. Much of our lives are spent in the workplace, so it’s only right that employers take steps to ensure staff are happy and healthy.

    A healthy workplace culture consists of many factors, including good people management, recognition & rewards, and considerate workplace policies.

    And one simple thing employers can do is provide employee benefits that offer practical support for mental wellbeing.

    In this blog, we’ve listed six employee benefits that provide either preventative or reactive support to ensure everyone can benefit regardless of the current state of their mental wellbeing.

    Need help setting up employee benefits for your staff’s health and wellbeing? Email our expert brokers at enquiries@engagehealthgroup.co.uk or call 01273 974419.

    6 employee benefits to help with anxiety, stress and depression

    #1 Mental Health First Aid Training

    A training programme to offer to employees, designed to teach staff how to understand, identify and support colleagues struggling with their mental health. The programme is a two-day course that covers a wide breadth of mental health issues, providing employees with a broad understanding of different issues and how to identify them.

    Benefits of Mental Health First Aid Training:

    • Helps to reduce stigma in the workplace
    • Promotes open discussions on mental health
    • Opens channels of support and how to find help
    • Provides managers with the skills to support struggling colleagues

    Remember, it doesn’t mean trained staff are qualified therapists! So make sure they aren’t taking on too much responsibility.

    Your guide to Mental Health First Aid in the workplace.

     

    #2 Employee Assistance Programmes (EAPs)

    EAPs offer staff a range of tools and services to better equip them to handle whatever life and work throws at them. Designed to strengthen the emotional resilience of staff, EAPs allow employees to feel they are taking control over their own mental health, whilst safeguarding anonymity.

    Not every Employee Assistance Programme is the same and each provider will offer different levels of service. But you can expect to find the following services in most EAPs:

    • Professional counselling sessions
    • Managerial support
    • Financial management, advice, and debt support
    • Critical incident management
    • Self-help tools, activities, and programmes

    Benefits of Employee Assistance Programmes:

    • Helps to reduce stress and anxiety – something for every team member!
    • Employers can see where support is needed through trackable usage stats
    • Alleviates managerial pressures
    • Boosts workplace productivity
    • Adaptable to teams large and small

     

    #3 Group Health Cash Plans

    A Health Cash Plan is a form of health insurance providing cover for the day-to-day health needs of staff. Typical plans will include: medical consultations, physiotherapy, dental, counselling. Business Health Cash Plans are a simpler alternative to a larger Group Health Insurance policy, keeping costs low whilst still showing staff you are prioritising their overall wellbeing.

    Benefits of Group Health Cash Plans:

    • Can be easily tailored to fit with the specific needs of your business and staff
    • Helps staff with the stresses associated with routine health issues e.g., dental and eye checks
    • Easy to implement across the company
    • Allows staff autonomy over everyday health issues
    • Alleviates stress and worry for staff

    Learn more about Group Health Cash Plans.

     

    #4 Flexible working options

    Allowing employees to work in a way that best suits them shows you trust them to do the work they are paid for. Flexible working can relate to working hours or the location they work from.

    Benefits of flexible working options:

    • Supports employees’ work-life balance
    • Helps staff better handle childcare needs and elderly care responsibilities
    • Accommodates and recognises the different needs of each employee
    • Helps retain employees who might look elsewhere if you don’t provide some form of flexibility
    • Helps staff avoid the stress and cost of commuting to work everyday
    • Saves employees time and energy

    Related reading: Remote working stats 2023: trends, impacts and demographics.

     

    #5 Mental Health Services & Counselling

    Mental health services and one-to-one counselling can be provided through a Group Health Cash Plan, Employee Assistance Programmes, or as an added value service in a Group Health Insurance scheme. Alternatively, there are many providers in the market exclusively dedicated to mental health support and counselling resources. So mental health services can be invested in as a standalone product too!

    Benefits of providing mental health services:

    • Directly supports staff mental wellbeing
    • Adaptable options to fit with budget and staff needs
    • Reduces absenteeism / presenteeism
    • Boosts productivity and overall morale at work

     

    #6 Wellness apps

    A range of apps are available that provide various tools and exercises for bolstering mental wellbeing. They can consist of:

    • Meditation prompts and courses
    • CBT exercises
    • Dietary plans and prompts
    • Relaxing soundscapes
    • General healthy living guidance

    Some of the market leaders include Headspace and Calm. But many insurers also offer complementary apps in their Group Health Cash Plan and Business Health Insurance plans.

     

    The importance of protecting staff mental wellbeing

    Poor mental health can be directly linked to lower job performance, reduced motivation, and, in serious cases, can affect an employee’s physical wellbeing too.

    Supporting employees’ mental wellbeing is both the right thing and logical thing to do.

    At Engage Health Group, we work across the health and wellbeing marketplace to ensure you find the right policies at the right price, and ensure your whole benefits package provides prices from across the market.

    Contact our expert team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • 5 borderless benefits designed for international workforces

    5 borderless benefits designed for international workforces

    Is your workforce scattered around the world? If so, you’ll need to rise to the challenge of providing a consistent level of employee benefit.

    Group Health Insurance, Income Protection and Life Insurance are a few of the typical policies that businesses provide to employees. They might be relatively simple to arrange for a single country, but how do you implement them for a global workforce?

    One common solution is to invest in a single multi-country scheme, as opposed to buying separate national policies.

    So, in this blog post we look at five employee benefits which are designed to extend beyond borders.

    Need one-to-one professional advice and support to find the best international benefits package for your global teams? Contact us at Engage Health Group Ltd on +44 (0)1273 97449. We’re here to answer any queries and offer FREE expert advice.

     

    1. International Group Health Insurance

    UK businesses employ over 5 million people overseas.

    Source: ONS

    Health insurance is consistently amongst the most in-demand working benefits. But it becomes a whole lot more complicated when you’re trying to serve a global workforce. However, a single International Group Health Insurance policy can cover employees in several countries all at the same time.

    This means just one policy to manage and just one person to contact for all your policy queries. This makes it a lot simpler to navigate and less of a headache for HR teams.

    International health schemes are also more comprehensive than single country ones. You’ll typically get a higher level of maternity support, emergency evacuation, travel vaccinations, private doctor visits and access to top healthcare facilities around the world.

    As with any healthcare policy, what’s included will vary.

     

    2. International Group Life insurance

    International Group Life insurance provides a lump sum to covered employees’ families or beneficiaries in the event of that employee passing away.

    International Group Life covers multiple employees across a range of countries, all under one centrally managed plan. This provides your staff with a consistent level of benefit, efficient administration, and all done through a single contract.

    The policy payout can be calculated as either a fixed amount or based on a percentage of an employee’s salary. This provides businesses with an element of cost control, which is always welcome.

    Need help finding an international solution designed to the needs of your business? Engage helps businesses better understand the global benefits marketplace and find ‘perfect fit’ policies. Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

     

    3. International Group Income Protection

    Global Group Income Protection ensures employees have financial support if they fall ill or become seriously injured, leaving them unable to work. Coverage is offered on the simple basis that an employee is no longer able to carry out the functions of their job – encompassing many ailments under one cover.

    International Group Income protects your international staff by paying a chosen percentage of their salary (most policies set a maximum limit of 80% of the employee’s wage).

    Expect to receive a host of rehabilitation support included with the package – these are designed to help the employee return to full health faster.

    This borderless benefit acts as a form of international sick pay insurance, supporting your employees all over the world and ensuring guaranteed financial security.

     

    4. Cross-cultural training

    Cross-cultural training programmes help staff learn how to handle cultural differences amongst colleagues or in destination countries. The training programme is accessible for all levels of employees – multicultural teams, business travellers, expatriates, HR teams, short-term international assignees and remote workers.

    Businesses have a range of training programmes to pick from, each targeting specific needs and job roles. These programmes set the foundation for a cohesive workplace, where differences are celebrated, and problems can be managed, providing staff with the tools to navigate people’s difference.

    A successful business with international and borderless teams must embrace cultural differences but also understand differences and how to manage them. Offering cultural training helps international teams stay productive and acclimatise well with different cultures.

     

    5. International Employee Assistance Programmes

    40% of companies are supporting increased flexibility over the country or office employees work from over the next three years.

    Source: HSBC

    International Employee Assistance Programmes (iEAPs) provide a range of employee support services offered under a single platform, addressing the health and wellbeing of your international teams. IEAPs are designed to help each employee, wherever they are in the world, to deal with work-related stresses and personal challenges.

    What’s included in this borderless benefit?

    • Confidential support services 24 hours-a-day
    • Face-to-face counselling
    • Digital tools supporting health & wellbeing
    • Practical employee support for specific issues e.g., legal, childcare, financial, elderly care, work-life balance, relationships, stress, anxiety & depression, life transitions, emotional support (grief, trauma, loss)
    • Employer support for critical/traumatic workplace incidents
    • Multilingual
    • Global access

    The capacity for resilience is important for anyone making their way in the world – and an iEAP is designed to help develop it.

    Investing in iEAPs reflects the growing recognition that a top priority for employers is to support and protect the mental and physical health of their workforce wherever they are in the world.

     

    Which international benefits are right for your company?

    Choosing the right international employee benefits can be challenging, and knowing where to even begin is often half the challenge. As international benefits and health insurance consultants, we understand how important it is to take the time required to ensure that a benefits scheme is precision-engineered to match business and employee needs.

    The award-winning team at Engage Health Group have a wide reach of global partnerships spanning 61 countries and territories meaning we can give you the best advice and the most competitive quotes on the market. By consulting with an experienced international benefits broker you can ensure you’re getting the best cover at the most competitive price point.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

     

    Further reading: Why utilising an insurance broker is important for finding the right International Private Medical Insurance policy.

  • Top 5 EAP providers for UK businesses

    Top 5 EAP providers for UK businesses

    Employee Assistance Programmes (EAP) are a fantastic way to help staff handle anything that life and work might throw at them, providing proactive support with a range of emotional and psychological issues. But there are many EAPs out there on the market, each with their own set of price points and features.

    We’ll explain exactly how they work and look at the services offered by five leading EAP providers in the UK.

    Need helping finding the right EAP for your business? Get FREE one-to-one advice from our award-winning friendly team on 01273 974419 or drop us an email at enquiries@engagehealthgroup.co.uk.

    What is an Employee Assistance Programme?

    Employee Assistance Programmes are designed to support the general mental health and wellbeing of staff. EAP providers offer a range of services which usually include access to professional counselling sessions, self-help tools and activities, and discount schemes.

    EAPs are accessible under one platform, helping employees to manage problems in work and in life in general. An EAP can help with the stresses and strains associated with:

    • Financial worries
    • Work-related issues
    • Family problems
    • Legal difficulties
    • Housing insecurity
    • Substance abuse
    • Gambling addiction
    • Stress, anxiety, depression
    • Bullying and harassment
    • Feelings of isolation
    • Domestic violence
    • General health and lifestyle issues

    An EAP is not just designed to help those in serious need and you don’t need to be going through a traumatic event to benefit from it’s services! The resources provided are there to improve general emotional resilience, teaching staff how to reach their own inner calm, and feel equipped to handle anything life throws at them.

    Employee Assistance Programmes are accessible for many types of company – big or small – due to its adaptable nature and the wide range of services on offer!

    5 EAP providers to check out

    #1 TELUS Health (Formerly LifeWorks)

    TELUS Health is an EAP provider that covers over 20,000 different businesses, offering support for over 26 million individuals internationally, having joined forces with LifeWorks in 2022. TELUS Health has developed a modern EAP service, with 24/7 counselling and online wellbeing resources to help staff reach their fitness goals and bolster their inner resilience. They also offer savings and discounts on daily essentials and key life events.

    On top of the core coverage, TELUS Health also offers some innovative extras to their programme:

    • Access to a digital news feed providing resources on general wellbeing and the latest updates
    • Discounts on retailers, restaurants, fun activities, daily grocery shop
    • Tools for business owners to track analytics, engagement, talent retention, and productivity
    • Work-life balance support

    #2 Care First

    Care First is an international EAP provider experienced in working with small businesses, as well as larger organisations from across different industries varying in size from 25 to 220,000 employees. Care First has a particular focus on its counselling services and people management tools, including all the traditional EAP features.

    An incredibly helpful option Care First offers is its service integration, ensuring that there are no overlaps or interference with any pre-existing services, potentially helping businesses save money in the process. Every client is unique and so should their EAP service be! Care First works to fit the services seamlessly with any existing business services such as Occupational Health and Absence Management.

    Care First also includes specialist SME solutions to provide the most efficient and affordable cover for small businesses. They have designed a bespoke service for businesses with between 35 to 1,000 employees.

    Would you like to speed up your fact-finding mission by talking to an impartial broker? We’ll be happy to field all your questions about EAPs and give our expert verdict. Get in touch at enquiries@engagehealthgroup.co.uk or call 01273 974419 for no-obligation advice and support.

    #3 Spectrum Life

    Spectrum Life provides mental health and wellbeing support to members and staff of over 2,000 organisations across both Ireland and the UK. Its EAP supports over 4 million active users. Spectrum Life provides Total Mental Health (a professionally accredited mental health resource), digital clinics covering everything from parenting to ergonomics and a range of wellbeing support services. Spectrum Life use its digital platform to provide a single connected solution, combining onsite wellness, digital wellbeing, Employee Assistance Programmes, and health screening.

    Spectrum Life also provides access to a catalogue of mental health seminars and workshops, as well as a variety of digital wellbeing events. They have more than 6,000 wellbeing events booked each year! These can provide extra support and insight to staff and employers, improving their mental health and wellbeing even more – and learning along the way!

    #4 Health Assured

    Health Assured is an award-winning EAP service provider, offering support to over 15 million people in over 160 countries, making them the largest independent UK and Ireland provider. Health Assured offer a variety of services, providing support to many organisations across a range of industries from public, private, and non-profit sectors all the way through to student assistance programmes.

    Health Assured also includes:

    • 24/7 helpline to counsellors, legal, and financial specialists – always answered locally in the UK.
    • My Healthy Advantage: smartphone app and personalised wellbeing tools and content; including videos, webinars, health checks, coaching.
    • Access to a global network of over 1,500 counsellors, trainers and critical incident responders across different communication platforms.
    • Report analytics, management information, organisational benchmarking.

    #5 ComPsych

    ComPsych is a leading international EAP provider based in the US, with one of the largest customer bases in the world, providing support to over 68,000 businesses and 139 million individuals globally. ComPsych’s ‘GuidanceResources’ platform includes its EAP, alongside behavioural health, wellness, and absence management services.

    The company’s global reach and network enables multinational employers and businesses to have a centrally managed EAP to offer to all their staff wherever they may be based. ComPsych, like any good EAP, looks at things from a holistic perspective with a extensive team of in-house specialists on hand to help address a wide variety of needs.

    Employees can access their EAP services in different formats and languages, boosting the overall accessibility for businesses for those with a global reach or expansion goals. Training resources are also provided on wellbeing subjects, including mindfulness and management skills to help members address any life challenges they may face.

    Which EAP provider is right for your staff?

    Finding the right EAP provider can quickly become overwhelming with hundreds of international and UK-based providers all offering different features and price points. However, as an independent benefits and health insurance broker, we can advise on the one which works best for your business and how it interacts with any other benefits you already have in place.

    Remember: most health insurance providers also offer a free EAP with their policies. For example, Bupa’s EAP and AXA’s EAP both come included with their Group Health Insurance plan. So if you’re considering buying a health policy, it might be wise to delay making a decision right away.

    Our expert team of award-winning brokers at Engage Health Group will take you through your options and gather a variety of quotes from across the whole market. We advise on all things employee benefits and health insurance, ensuring your staff’s wellbeing is protected and their needs fully addressed.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for no-obligation advice and support.

  • ChatGPT gives its verdict on employee benefits brokers

    ChatGPT gives its verdict on employee benefits brokers

    Most of us have been reading about (or using) the AI writing machine, ChatGPT, for the last few months. Ask it almost any question and it will come up with an impressively detailed answer in just a few seconds.

    The reaction is usually “WOW!” Or “WOAH!” depending on whether you see the rise of AI as a forerunner to a digital utopia or sci-fi nightmare made real.

    But can its oversized digital brain be trusted on the issue of employee benefits? In a move of shameless self interest we decided to ask it about the relative merits of employee benefits brokers.

    We asked ChatGPT:

    “Should I use an employee benefits broker?”

    Here’s what it had to say…

    Using an employee benefits broker can be advantageous when purchasing health insurance for your business. Here are some reasons why you might consider working with an employee benefits broker:

    Correction: But it’s not just health insurance – a good broker, like Engage, will also advise on Life Insurance, Income Protection, Cash Plans, Employee Assistance Programmes and much more.

    1. Expertise and Guidance: Employee benefits brokers specialize in navigating the complexities of insurance and employee benefits. They have in-depth knowledge of the market, industry trends, and various insurance products. Their expertise can help you make informed decisions and find the most suitable health insurance plan for your business.

    Yes, but not only health insurance!

    2. Access to a Wide Range of Options: Brokers often have access to a broad selection of insurance providers and plans. They can provide you with multiple quotes and options, allowing you to compare coverage, costs, and benefits more effectively. This access can save you time and effort in researching and contacting insurers individually.

3. Tailored Recommendations: Employee benefits brokers take the time to understand your business's specific needs, budget, and employee demographics. With this information, they can provide tailored recommendations that align with your requirements and goals. They can help you find a plan that meets the unique needs of your employees.

4. Cost Efficiency: Brokers can assist in negotiating premiums and terms with insurance providers on your behalf. Their knowledge of the market and relationships with insurers can help you secure competitive pricing and potentially reduce costs. This can be especially beneficial for small and medium-sized businesses with limited bargaining power.

5. Ongoing Support and Service: Employee benefits brokers can provide ongoing support, such as managing enrollment, addressing employee inquiries, and assisting with claims resolution. They act as a point of contact between you, your employees, and the insurance provider, saving you time and administrative effort.

6. Compliance and Legal Assistance: Brokers stay updated on the ever-changing landscape of insurance regulations and can provide guidance to ensure your health insurance plan complies with legal requirements. They can help you navigate complex compliance issues, minimizing the risk of penalties or non-compliance.

7. Cost Transparency: Brokers can help you understand the costs associated with different health insurance plans, including premiums, deductibles, co-pays, and other fees. They can provide insights into the true cost of insurance, allowing you to make well-informed decisions based on your budget and financial considerations.

While using an employee benefits broker offers numerous benefits, it's important to choose a reputable and experienced broker with a track record of providing quality services. Do your due diligence by researching and selecting a broker who understands your industry, has a strong reputation, and can meet your specific needs.

Ultimately, the decision to use an employee benefits broker depends on the complexity of your business's health insurance needs, your level of comfort in navigating the insurance market, and the resources available to you.

    Well, we couldn’t have put it ourselves. Which is reassuring, or scary, depending on how you look at it.

    So, does the rise of ChatGPT provide a threat to brokers? You could of course ask infinite questions about different aspects of employee benefits. However, even if it provides the right answer (which isn’t guaranteed), it won’t be able to provide the one-to-one consultation which takes into account the specific needs of your business.

    And ChatGPT recognises this itself. When we asked it: “What’s the best businesses health insurance for my UK company?” It concluded it’s lengthy answer with the following:

    "To find the best business health insurance for your UK company, consider consulting with insurance brokers or providers who can guide you through the available options and help you customize a plan that suits your organization's needs."

    Reassured? We are. For now!

    Engage Health Group is a award-winning employee benefits broker providing expert advice and guidance to UK businesses. Call our team on +44 (0)1273 974419 or email enquiries@engagehealthgroup.co.uk

    Image by Tumisu from Pixabay

  • Managing a global workforce the smart way in 2023

    Managing a global workforce the smart way in 2023

    Today’s HR teams are scrambling to rise to the challenge of managing a global workforce. According to a survey by Remote, UK businesses are increasingly looking abroad to fill the skills gaps with a quarter seeking to hire tech talent globally, 

    So, how do you best manage a global workforce?

    In this blog post, we explore:

    • The seven biggest challenges facing global businesses and how to overcome them
    • Eight global employee benefits products which can be delivered to all employees wherever they are in the world

    Get FREE one-to-one advice and support from our team of international insurance brokers on 01273 974419 or click on the chat box to the right. We’re here to answer all queries and deliver the best quotes available in the market today. 

     

    Overcoming the 7 challenges of managing a global workforce 

    1. Cultural differences

    The challenge

    Culture differences can be subtle or profound. The way people are expected to address one another can differ from country to country and differences can extend to dress codes, religious customs and much more besides. 

    Cross-cultural communication, if not managed right, can be a recipe for misunderstanding or offence-causing. It can negatively impact employee relations, team morale and business performance.

    The solution

    Many businesses with an international footprint, invest in Cultural Training. Cultural Training programmes equip staff with the knowledge and skills they need to improve communication across different cultures and countries, lowering the risk of offending others and avoiding misunderstandings. The training can be offered to any type of team – expat staff, multi-national workforces, global leadership teams, and multi-cultural teams. It ensures staff can understand one another better and bridges the gap between different cultures within an organisation. 

    2. Language barriers

    The challenge

    Managing a global workforce with variable levels of English language fluency can cause problems. Some overseas workers may be more fluent than others – and this can lead to an uneven power dynamic where the fluent speakers hold more influence.

    The solution

    In an ideal world, everyone would have the same grasp of English. As that’s not the case, you have to ensure that those who know limited English are heard just as much as those who are fluent in it. There are plenty of tools which can help with cross-language communication, but patience and attentiveness will be vital.

    3. Time zone variations

    The challenge

    The inability to work effectively across time zones can negatively impact your organisation’s productivity and work levels. If business leadership is arranging meetings at times which are inconvenient for those working other countries, it may become a point of contention. More generally, poor time zone management can lead to a disconnect between those working in different time zones.

    The solution

    Companies must design a workflow which considers all employee’s time zones and the best ways of communicating across them. Carve out time for collaboration which suits everyone, providing a forum where everyone can express their ideas. 

    4. Team dynamics

    The challenge 

    With staff working from different international locations, gaps can form in an organisation’s sense of community. Rather than being one team, a company can become a disjointed patchwork of independently working silos. Ensuring there’s a united team spirit is a big part of successfully managing a global workforce.

    The solution

    It’s important to recognise where this workplace vibe is missing and offer engaging opportunities for social connection, team-building, and open communication. For example, a form of online social which suits everyone’s time zones – can help cultivate a greater sense of team across national boundaries.

    5. Employment regulations 

    The challenge

    Employment regulations will vary from one country to another, whether it’s related to the hiring process, benefits offered, time off and holidays. By not understanding or abiding by different national regulations, your business may fall foul of the law and earn a fine.

    The solution

    Ensure that you are fully compliant with the different employment rules and regulations in which you have employees. You may need to hire a specialist consultant. Our team at Engage Health Group can advise on all the regulations surrounding employee benefits in different parts of the world. the hiring process, benefits on offer, time off, holidays, cultural holidays. 

    6. Employee needs

    The challenge

    Every company should be sensitive to the needs of their employees. The global dynamic, with employees scattered around the world, can lead to senior management becoming more detached from the needs and wants of their people.

    The solution

    Employee needs will forever fluctuate and change, and the same can be said when it comes to global teams. So, there needs to be an ongoing commitment to seeking out employee perspectives in a structured and proactive way.

    There are a number of ways to do this:

    • One-to-one meetings
    • Team meetings 
    • Tracking HR data 
    • Tracking usage of current benefits 
    • Assess absences, productivity, quality of work
    • Utilise different communication tools e.g. online portals, emails, WhatsApp groups etc

    7. Administering employee benefits

    The challenge

    Administering employee benefits becomes more complex when you need to cover workers in different countries. For example, if you’re looking to provide health insurance to all your employees, how will you go about it?

    The solution 

    It’s often better to deliver benefits under a single international scheme with the ability to adapt and cover all staff, no matter where they are. It works as an umbrella scheme, rather than a patchwork of different policies for each location.

    Take health insurance as an example. You can invest in a single international health insurance policy which covers staff wherever they are in the world. Alternatively, you can set up several separate country-specific policies.

    8 global employee benefits which support your workforce

    As an international employee benefits consultant, we specialise in helping companies better understand the options they have available. Taking a holistic approach to your international employee benefits offerings is always the best route. That means covering all staff needs and each area of wellbeing – mental, physical and financial. 

    We’ve listed below the eight most common workplace benefits that companies offer their staff. If you’d like to discuss any of them in more detail, you can arrange a FREE chat with one of our award-winning team on 01273 974419 or use the chatbox on the right.

    1. International Health Insurance

    International Group Health Insurance gives staff access to private healthcare anywhere in the world. With a single policy, businesses can cover all countries under one scheme in one single purchase, managing everything in on place. It fulfils the employer’s duty of care, lowers failure rates of expat assignments, and reduces absenteeism. 

    Tech companies and start-ups can also apply to our exclusive Xclerate policy, which has been tailor-designed for such businesses.

    2. International Life Insurance

    Should an employee tragically die in any part of the world, a global Group Life Insurance policy will provide financial support to the employee’s loved-ones.

    3. International Employee Assistance Programmes 

    IEAP’s are often packaged with an insurance policy (but can also be purchased separately), providing staff with tools to help deal with emotional and psychological stresses. They are digital platforms providing advice and services designed to support employee wellbeing including services for one-to-one counselling, healthy eating guidance, virtual doctors, self-support tools and much more. IEAP’s can be set up and managed from one location. 

    4. International Income Protection

    International Group Income Protection provides financial support to an employee should they fall ill, wherever they are in the world. 

    Instead of the business footing the bill for staff absences, the insurance policy kicks in to cover it. Naturally, some countries (like the UK!) have statutory sick pay, in which case the income protection is paid out after that period comes to an end. 

    5. International Critical Illness Cover

    If an employee suffers a critical illness (or in some policies, a disability), this insurance policy will provide financial support to the affected employee. (International Critical Illness Cover). 

    6. Pre-assignment Screening 

    Pre-assignment screening provides a series of checks to assess the suitable of an employee for working overseas or on expat assignments. The checks include health screenings, personal evaluations, pre-trip preparation/training and family support. Pre-assignment screenings improve the chances of a successful expat assignment. 

    7. Cultural Training 

    As we’ve already mentioned, Cultural Training can be offered to any type of team – expat staff, multi-national workforces, global leadership teams, and multi-cultural teams. It ensures staff can understand one another better and bridges the gap between different cultures within an organisation. 

    8. Group Travel Insurance 

    Group Travel is for teams travelling on regular business trips and helps to reduce the burden on HR if issues are encountered along the way. It gives fast support and guidance for anything covered under the policy, including accidents, illnesses, lost possessions and travel cancellations.

    Need help managing a global workforce?

    The international employee benefits and insurance market is a tough one to navigate and can be incredibly confusing without a helping hand. The best course of action is to reach out to an independent global benefits broker to help remove the confusion and alleviate the burden when setting up a global benefits plan and managing a global workforce.

    At Engage Health Group, we have a huge global reach spanning 61 countries and territories which means we can guarantee the best advice and deliver the most competitive quotes in the market. 

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.